Murray State University, KY: Compensation Study

Evergreen Solutions is retained by Murray State University (MSU) to conduct a Compensation Study.  Evergreen will conduct a market salary survey for faculty and staff to determine whether MSU is competitive in the market.

Marlboro County School District, SC: Salary Study

Evergreen Solutions is retained by the Marlboro County School District to conduct a Salary Study for certified and classified staff.  Evergreen will perform the following tasks: provide an analysis of the District’s organizational structure and key positions; meet weekly with the District’s five-member Salary and Staffing Team (comprised of the District’s Chief Finance Officer, Associate for Superintendent for Human Resources, Executive Director of Human Resources, Executive Director of Curriculum and Instruction, and Superintendent) to discuss observations and respond to requests for information; perform salary and position comparisons with all surrounding districts within a 50-mile radius of District Office and any comparable districts within the state of South Carolina; develop a consolidated grade and step salary schedule for all non-teaching positions; identify exempt and non-exempt positions for wage and hour compliance; and prepare a comprehensive supplemental pay schedule.

City of Albuquerque, NM: Classification and Compensation Consulting Services

Evergreen Solutions is again retained by the City of Albuquerque to provide Classification and Compensation Consulting Services.  Evergreen’s consultants will perform the following tasks: develop new classification and compensation structure (job families, pay plans, grades, steps as applicable) including recommendations for movement within structure; conduct a benchmarking analysis for placement of jobs within the new structure; assess and provide recommendations associated with Premium Pay programs including but not limited to hiring incentives, seniority-based pay (longevity pay), shift differential, etc.; recommend resources needed to manage compensation program into future (i.e., technology and human capital); review and update job descriptions to accurately reflect essential functions, minimum qualifications for education and experience, required knowledge, skills and abilities, special requirements, and physical and environmental conditions; ensure position descriptions are in full compliance with all applicable federal, state, local statutes and regulations, including the Fair labor Standards Act (FLSA) exemption status and Americans with Disabilities Act (ADA); and ensure position descriptions are assigned within the classification system, reflecting equitable placement between various position responsibilities; provide a scoring mechanism for the placement of those positions in the classification system and a recommendation on updates thereafter.

City of Atlanta, CA: Classification and Compensation Study

Evergreen Solutions is retained by the City of Atlanta to conduct a Classification and Compensation Study.  The primary objectives of the study are to: ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties;  outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within similar geographic areas who are providing comparable and equivalent services.

Arizona Supreme Court: Salary Study and Analysis

Evergreen Solutions was retained by the Arizona Supreme Court to conduct a salary survey and analysis. Evergreen’s consultants conducted a market study to determine the level of salaries needed to attract and retain positions within the probation departments in 15 counties in Arizona; surveyed comparable agencies for the salary ranges and job descriptions for four position classifications (i.e., probation officer, probation officer supervisor, surveillance officer, and juvenile detention officer); identified public sector contemporaries within similar markets for sustainable, accurate, position benchmarking; and establish a competitive salary range by position classification, including the starting salaries required for each position classification in order to set competitive pay standards for Arizona’s Probation Departments. 

Lansing Community College, MI: Consulting Services – HR  

Evergreen Solutions was retained by Lansing Community College to provide Consulting Services – Human Resources. Evergreen’s consultants performed the following tasks:

  • reviewed job descriptions, current classification definitions, current salary schedules, and the AFT union contract which may impact the study results (This also included review of division organization and staffing, as well as current personnel practices and policies that impact pay and performance);
  • conferred with Human Resources, Executive Leadership Team and Union Leaders in order to review input regarding their views of compensation problems and needs, and to identify specific areas of concern;
  • conferred with leaders in each of LCC’s ten divisions/work areas to better understand the nature of work performed by employees and the levels of responsibility and reporting relationships;
  • prepared recommended pay grade and range schedules and assignments to pay grades for each class of work in the compensation plan; and
  • provided consultation regarding job titles to ensure they are consistent within LCC and consistent with industry specific titles.